Eleven signs that you lack emotional intelligence

Eleven signs that you lack emotional intelligenceEleven signs that you lack emotional intelligenceWhen emotional intelligence (EQ) first appeared to the masses, it served as the missing link in a peculiar finding people with average IQs outperfasson those with the highest IQs 70% of the time. This anomaly threw a massive wrench into the broadly held assumption that IQ was the sole source of success.Decades of research now point to emotional intelligence as being the critical factor that sets star performers exotisch from the rest of the pack. The connection is so strong that 90% of top performers have high emotional intelligence.No doubt emotional intelligence is mora rare than book smarts, but my experience says it is actually more important in the making of a leader. You just cant ignore it. Jack WelchEmotional intelligence is the something in each of us that is a bit intangible. It affects how we manage behavior, navigate social complexities, and make personal decisions to achiev e positive results.Follow Ladders on FlipboardFollow Ladders magazines on Flipboard covering Happiness, Productivity, Job Satisfaction, Neuroscience, and moreDespite the significance of EQ, its intangible nature makes it very difficult to know how much you have and what you can do to improve if youre lacking. You can always take a scientifically validated test, such as the one that comes with theEmotional Intelligence 2.0 book.Unfortunately, quality (scientifically valid) EQ tests arent free. So, Ive analyzed the data from the million-plus peopleTalentSmarthas tested in reservierung to identify the behaviors that are the hallmarks of a low EQ. These are the behaviors that you want to eliminate from your repertoire.You dont get angryEmotional intelligence is not about being nice its about managing your emotions to achieve the best possible outcomes. Sometimes this means showing people that youre upset, sad, or frustrated. Constantly masking your emotions with happiness and positivity isnt genuine or productive. Emotionally intelligent people employ negative and positive emotions intentionally in the appropriate situations.You get stressed easilyWhen you stuff your feelings, they quickly build into the uncomfortable sensations of tension, stress, and anxiety. Unaddressed emotions strain the mind and body. Your emotional intelligence skills help make stress more manageable by enabling you to spot and tackle tough situations before things escalate.People who fail to use their emotional intelligence skills are more likely to turn to other, less effective means of managing their mood. They are twice as likely to experience anxiety, depression, substance abuse, and even thoughts of suicide.You have difficulty asserting yourself.People with high EQs balance good manners, empathy, and kindness with the ability to assert themselves and establish boundaries. This tactful combination is ideal for handling conflict. When most people are crossed, they default to passive or aggressive behavior. Emotionally intelligent people remain balanced and assertive by steering themselves away from unfiltered emotional reactions. This enables them to neutralize difficult and toxic people without creating enemies.You have a limited emotional vocabularyAll people experience emotions, but it is a select few who can accurately identify them as they occur. Our research shows that only 36% of people can do this, which is problematic because unlabeled emotions often go misunderstood, which leads to irrational choices and counterproductive actions. People with high EQs master their emotions because they understand them, and they use an extensive vocabulary of feelings to do so. While many people might describe themselves as simply feeling bad, emotionally intelligent people can pinpoint whether they feel irritable, frustrated, downtrodden, or anxious. The more specific your word choice, the better insight you have into exactly how you are feeling, what caused it, and what you should do about it.You make assumptions quickly and defend them vehementlyPeople who lack EQ form an opinion quickly and then succumb to confirmation bias, meaning they gather evidence that supports their opinion and ignore any evidence to the contrary. More often than not, theyargue, ad nauseam, to support it. This is especially dangerous for leaders, as their under-thought-out ideas become the entire teams strategy. Emotionally intelligent people let their thoughts marinate because they know that initial reactions are driven by emotions. They give their thoughts time to develop and consider the possible consequences and counter-arguments. Then, they communicate their developed idea in the most effective way possible, taking into account the needs and opinions of their ausience.You hold grudgesThe negative emotions that come with holding on to a grudge are actually a stress response. Just thinking about the event sends your body into fight-or-flight mode, a survival mechanism that forces you to stand up and fight or run for the hills when faced with a threat. When a threat is imminent, this reaction is essential to your survival, but when a threat is ancient history, holding on to that stress wreaks havoc on your body and can have devastating health consequences over time. In fact, researchers at Emory University have shown that holding on to stress contributes to high blood pressure and heart disease. holding-gesellschaft on to a grudge means youre holding on to stress, and emotionally intelligent people know to avoid this at all costs. Letting go of a grudge not only makes you feel better now but can also improve your health.You dont let go of mistakes.Emotionally intelligent people distance themselves from their mistakes, but they do so without forgetting them. By keeping their mistakes at a safe distance, yet totenstill handy enough to refer to, they are able to adapt and adjust for future success. It takes refined self-awareness to walk this tightro pe between dwelling and remembering. Dwelling too long on your mistakes makes you anxious and gun shy, while forgetting about them completely makes you bound to repeat them. The key to balance lies in your ability to transform failures into nuggets of improvement. This creates the tendency to get right back up every time you fall down.You often feel misunderstood.When you lack emotional intelligence, its hard to understand how you come across to others. You feel misunderstood because you dont deliver your message in a way that people can understand. Even with practice, emotionally intelligent people know that they dont communicate every idea perfectly. They catch on when people dont understand what they are saying, adjust their approach, and re-communicate their idea in a way that can be understood.You dont know your triggers.Everyone has triggers - situations and people that push their buttons and cause them to act impulsively. Emotionally intelligent people study their triggers a nd use this knowledge to sidestep situations and people before they get the best of them.You blame other people for how they make you feel.Emotions come from within. Its tempting to attribute how you feel to the actions of others, butyoumust take responsibility for your emotions. No one can make you feel anything that you dont want to. Thinking otherwise only holds you back.Youre easily offended.If you have a firm grasp of who you are, its difficult for someone to say or do something that gets your goat. Emotionally intelligent people are self-confident and open-minded, which create a pretty thick skin. You may even poke fun at yourself or let other people make jokes about you because you are able to mentally draw the line between humor and degradation.Bringing it all togetherUnlike your IQ, your EQ is highly malleable. As you train your brain by repeatedly practicing new emotionally intelligent behaviors, it builds the pathways needed to make them into habits. As your brain reinfor ces the use of these new behaviors, the connections supporting old, destructive behaviors die off. Before long, you begin responding to your surroundings with emotional intelligence without even having to think about it.Travis Bradberryis the co-author of Emotional Intelligence 2.0and the cofounder ofTalentSmart.This column first appeared on LinkedIn.You might also enjoyNew neuroscience reveals 4 rituals that will make you happyStrangers know your social class in the first seven words you say, study finds10 lessons from Benjamin Franklins daily schedule that will double your productivityThe worst mistakes you can make in an interview, according to 12 CEOs10 habits of mentally strong peopleEleven signs that you lack emotional intelligenceWhen emotional intelligence (EQ) first appeared to the masses, it served as the missing link in a peculiar finding people with average IQs outperform those with the highest IQs 70% of the time. This anomaly threw a massive wrench into the broadly hel d assumption that IQ was the sole source of success.Decades of research now point to emotional intelligence as being the critical factor that sets star performers apart from the rest of the pack. The connection is so strong that 90% of top performers have high emotional intelligence.No doubt emotional intelligence is more rare than book smarts, but my experience says it is actually more important in the making of a leader. You just cant ignore it. Jack WelchEmotional intelligence is the something in each of us that is a bit intangible. It affects how we manage behavior, navigate social complexities, and make personal decisions to achieve positive results.Ladders is now on SmartNewsDownload the SmartNews app and add the Ladders channel to read the latest career news and advice wherever you go.Despite the significance of EQ, its intangible nature makes it very difficult to know how much you have and what you can do to improve if youre lacking. You can always take a scientifically val idated test, such as the one that comes with theEmotional Intelligence 2.0 book.Unfortunately, quality (scientifically valid) EQ tests arent free. So, Ive analyzed the data from the million-plus peopleTalentSmarthas tested in order to identify the behaviors that are the hallmarks of a low EQ. These are the behaviors that you want to eliminate from your repertoire.You dont get angryEmotional intelligence is not about being nice its about managing your emotions to achieve the best possible outcomes. Sometimes this means showing people that youre upset, sad, or frustrated. Constantly masking your emotions with happiness and positivity isnt genuine or productive. Emotionally intelligent people employ negative and positive emotions intentionally in the appropriate situations.You get stressed easilyWhen you stuff your feelings, they quickly build into the uncomfortable sensations of tension, stress, and anxiety. Unaddressed emotions strain the mind and body. Your emotional intelligence sk ills help make stress more manageable by enabling you to spot and tackle tough situations before things escalate.People who fail to use their emotional intelligence skills are more likely to turn to other, less effective means of managing their mood. They are twice as likely to experience anxiety, depression, substance abuse, and even thoughts of suicide.You have difficulty asserting yourself.People with high EQs balance good manners, empathy, and kindness with the ability to assert themselves and establish boundaries. This tactful combination is ideal for handling conflict. When most people are crossed, they default to passive or aggressive behavior. Emotionally intelligent people remain balanced and assertive by steering themselves away from unfiltered emotional reactions. This enables them to neutralize difficult and toxic people without creating enemies.You have a limited emotional vocabularyAll people experience emotions, but it is a select few who can accurately identify them as they occur. Our research shows that only 36% of people can do this, which is problematic because unlabeled emotions often go misunderstood, which leads to irrational choices and counterproductive actions. People with high EQs master their emotions because they understand them, and they use an extensive vocabulary of feelings to do so. While many people might describe themselves as simply feeling bad, emotionally intelligent people can pinpoint whether they feel irritable, frustrated, downtrodden, or anxious. The more specific your word choice, the better insight you have into exactly how you are feeling, what caused it, and what you should do about it.You make assumptions quickly and defend them vehementlyPeople who lack EQ form an opinion quickly and then succumb to confirmation bias, meaning they gather evidence that supports their opinion and ignore any evidence to the contrary. More often than not, theyargue, ad nauseam, to support it. This is especially dangerous for leaders , as their under-thought-out ideas become the entire teams strategy. Emotionally intelligent people let their thoughts marinate because they know that initial reactions are driven by emotions. They give their thoughts time to develop and consider the possible consequences and counter-arguments. Then, they communicate their developed idea in the most effective way possible, taking into account the needs and opinions of their audience.You hold grudgesThe negative emotions that come with holding on to a grudge are actually a stress response. Just thinking about the event sends your body into fight-or-flight mode, a survival mechanism that forces you to stand up and fight or run for the hills when faced with a threat. When a threat is imminent, this reaction is essential to your survival, but when a threat is ancient history, holding on to that stress wreaks havoc on your body and can have devastating health consequences over time. In fact, researchers at Emory University have shown tha t holding on to stress contributes to high blood pressure and heart disease. Holding on to a grudge means youre holding on to stress, and emotionally intelligent people know to avoid this at all costs. Letting go of a grudge not only makes you feel better now but can also improve your health.You dont let go of mistakes.Emotionally intelligent people distance themselves from their mistakes, but they do so without forgetting them. By keeping their mistakes at a safe distance, yet still handy enough to refer to, they are able to adapt and adjust for future success. It takes refined self-awareness to walk this tightrope between dwelling and remembering. Dwelling too long on your mistakes makes you anxious and gun shy, while forgetting about them completely makes you bound to repeat them. The key to balance lies in your ability to transform failures into nuggets of improvement. This creates the tendency to get right back up every time you fall down.You often feel misunderstood.When you l ack emotional intelligence, its hard to understand how you come across to others. You feel misunderstood because you dont deliver your message in a way that people can understand. Even with practice, emotionally intelligent people know that they dont communicate every idea perfectly. They catch on when people dont understand what they are saying, adjust their approach, and re-communicate their idea in a way that can be understood.You dont know your triggers.Everyone has triggers - situations and people that push their buttons and cause them to act impulsively. Emotionally intelligent people study their triggers and use this knowledge to sidestep situations and people before they get the best of them.You blame other people for how they make you feel.Emotions come from within. Its tempting to attribute how you feel to the actions of others, butyoumust take responsibility for your emotions. No one can make you feel anything that you dont want to. Thinking otherwise only holds you back .Youre easily offended.If you have a firm grasp of who you are, its difficult for someone to say or do something that gets your goat. Emotionally intelligent people are self-confident and open-minded, which create a pretty thick skin. You may even poke fun at yourself or let other people make jokes about you because you are able to mentally draw the line between humor and degradation.Bringing it all togetherUnlike your IQ, your EQ is highly malleable. As you train your brain by repeatedly practicing new emotionally intelligent behaviors, it builds the pathways needed to make them into habits. As your brain reinforces the use of these new behaviors, the connections supporting old, destructive behaviors die off. Before long, you begin responding to your surroundings with emotional intelligence without even having to think about it.Travis Bradberryis the co-author of Emotional Intelligence 2.0and the cofounder ofTalentSmart.This column first appeared on LinkedIn.

Advantages of Having an Employee Benefit Administrator

Advantages of Having an Employee Benefit AdministratorAdvantages of Having an Employee Benefit AdministratorYears ago, it was the human resource departments duty to explain employee benefits and assist employees with enrolling in their group plans. Things were usually straightforward, and plans were easy to understand. Employees could select from one of three plans that included a progression of price points and perks- from managed care plans to mora flexible benefit offerings. Now, with all the complexities of employee benefit and plan design, combined with ongoing changes to benefit legislation, it takes someone with a deeper knowledge of benefits to ensure employees are receiving the right information. It is one reason why more companies are turning to an outsourced model that connects employees with a dedicated employee benefits administrator. There are multiple advantages of having a dedicated benefits administrator available, either onsite as a subject matter expert or offsite at an agency. Some of these benefits include On-Demand Access to a Single Point of Contact Person Benefits administration can be complicated and since it constantly changes, having a single point of contact person who can answer all questions is a huge plus. It means employees can ask about their benefit choices, get help with medical claims, and make changes to their group plans year-round, without tying up the HR department or experiencing delays. Employers can benefit from this too because they can direct all concerns to this point of contact anytime. Vast Knowledge of Employee Benefits to Make an Informed Choice There are many advantages to being supported by a knowledgeable benefits administrator. As laws change rapidly around benefits, a person who is 100 percentdedicated to staying on top of these things is the key to reducing risk. It is also someone who can advise employees on making the best choice for their needs, based on historical data and industry demographics . A more informed health care consumer is a smarter one when it comes to their health care spending. Understanding of How to Get the Best Use out of Benefits Benefits administrators carefully analyze the use of benefit types and can help anyone get more for their healthcare dollars. While an HR generalist may only have some information about benefits, a professional who only works in benefits administration has a broader view of what options are out there and how to get the best use out of benefits. Additionally, a benefits specialist has received industry training and must maintain certification, which means ongoing education. Takes the Pressure of Open Enrollment off of the HR Team The annual open enrollment period can be very stressful for human resources to deal with alone. It takes months of planning and budgeting to prepare updated employee benefit documents, and choose plan types that make the most sense for employee needs. Open enrollment must be marketed heavily to ensure that employees participate during a brief window of time when they can enroll in new plans and make changes to their existing ones. A dedicated benefits administrator can help take some of the pressure off the HR team so they can focus on other efforts. They can track enrollment and support the communications with employees. Better Employee Plans Due to Connections in the Industry An advantage of having a professional benefits administrator on board is the ability to work with someone who has many connections in the industry. These connections often equate to big savings for companies because they can get connected with healthcare plans that are low cost and high value. Some benefits administrators are part of associations that can give direct access to flexible health care plans that cost pennies on the dollar, as well as supplemental plans that are easier on budgets. Reduces Stress and Frustration in Employees One of the biggest issues that employees have is gettin g answers about their health care plans. Many times they just want to know how they can save money on medical costs. Other times, its because employees do not understand how to read and interpret their employee benefit plan documents. A singular point of contact can help to alleviate the stress that people have over their benefits and health care needs. Very often they can also help employees to reduce stress when they cannot find answers elsewhere. Benefits administrators also have information about other services that can help employees who are facing difficult health challenges. There are many companies that offer employee benefits outsourcing on a contract basis. Sometimes, independent human resource professionals will offer their benefit expertise on a binder agreement or agree to work during peak periods like during open enrollment. Benefit companies also provide some support which can entail customer support during enrollments or when there are medical claims to process.

This is how the +1 pledge works and why it is a game changer

This is how the +1 pledge works and why it is a game changerThis is how the +1 pledge works and why it is a game changerCreating a network is easier for some people than for others. A PayScale study conducted in 2017 indicates that white women are 12% less likely to receive a referral than their white male counterparts, even when controlling for industry and other factors. But thats leidhing compared to minorities Men of color are 26% less likely than white men to be referred, and women of color have even worse odds, according to the Harvard Business Review.Thats whyMeg Garlinghouse, head of Social Impact at LinkedIn, recommends the +1 approach when it comes to mentorship, hiring, and leadership. Garlinghouse defines the +1 pledge as the intentional act of using your networks to help those without it.If each and every one of us applied +1 in our professional and personal lives, we could change the playing field and start to democratize access to opportunity for everyone- not just tho se who were born into or have access to it, Garlinghouse writes in Quartz Ideas.So what would that look like?Its simple, really. Mostly, it just requires employees and employers to reach out to people who are not within their network or from the same community. But that can be deceptively easywhen the natural inclination is to hire and mentor people who remind you of yourself.Garlinghouse tells an anecdote of how, after she announced her own plan to implement the+1 pledge, a woman came up to her asking for guidance. Though the woman had a different background than Garlinghouses,the LinkedIn executive took her under her wing. Garlinghouse connected her to someone at a foundation, where she was later hired.It applies to hiring tooThat single introduction can be a huge help in bolstering someones career. But so can changing the hiring process.If youre a hiring manager, interview at least one person for a position who is not in your first- or second-degree community,Garlinghouse writes. Or if youre a mentee yourself, champion a change of hiring practices at your company to allow more diverse workmates to join your ranks.Garlinghouse also writes about how leaders can come up with programs that promote an inclusive company culture and ensure their products dont hurt people who dont have a built-in network.What is arguably most compelling about this commitment is that sharing your network or changing hiring practices is not a zero-sum game Youre still going to continue to help the people closest to you, but you can help others as well, Garlinghouse writes.And now for the big questionWill you make the +1 pledge? Garlinghouse makes it clear that its going to take all of us chipping in to change our workplace culture, and theres no better time to start something new than right now.

Albert Einstein Humor, happiness and everything in between

Albert Einstein Humor, happiness and everything in betweenAlbert Einstein Humor, happiness and everything in betweenTrue brilliance is rarely inspiring.There are the prolific larger than life figures that teach us the power of consideration and precision. And then there are the wholly incomprehensible giants that leave behind legacies at once momentous and beyond our grasp.Follow Ladders on FlipboardFollow Ladders magazines on Flipboard covering Happiness, Productivity, Job Satisfaction, Neuroscience, and moreAnyone, with the time and drive no doubt, could learn to turn a phrase well enough, but no amount of study or dedication could fund the skill quite as electrically as it welches expressed in the late Christopher Hitchens. You cant learn to be funny the way Groucho was funny and you cant teach yourself to get away with dense, long-winded prose the way Virginia Woolf did.Albert Einstein (the most ubiquitous shorthand for genius) however, happens to be a perfect amalgam of both des criptions a singular, imaginative oddball dedicated to research and persistence.Mileva Maric Einstein and husband, 1912. Credit ETH Zurich Archives (CC BY-SA 4.0)A calm and modest lifeIts unfortunate that Einsteins legacy is so frequently companioned with that corny anecdote reveling in his inability to speak as a child. Never-mind the fact that experts cant seem to make up their mind about whether or not its true, even it was, the intended implication is a little misguided.His inability to speak, his mediocre career as a student, the volume of academic rejections that preluded his revolutionary miracle year, all belie the impression that the kind of progress he achieved is anything resembling mimicable. Einsteins early failures owe themselves principally to errors of focus rather than aptitude.More importantly (and less cynically), we shouldnt be so quick to abandon the gifts possessed by the physicist, outside the realm of academia. Charismatic intellectuals, like Bertrand Russell , Voltaire, and Sam Harris are answers to one of the most stetig attacks on reason. This idea that adhering to science and mathematics, as a rule, sacks one of relatable, human qualities. While it is true that Einsteins mind was the prologue to lasers, automated vehicles, and the atomic bomb, it was also the nucleus of a charming funny guy.A comical illusion is reported to have occurred to him when he became overwhelmed by inquiries regarding the most famous equation in the world When you sit with a nice girl for two hours you think its only a minute, but when you sit on a hot stove for a minute you think its two hours. Thats relativity. A quote that concurrently recommends his humor and his reputation as a witty Casanova.Its often said that the mathematician couldve been an accomplished musician in another life by reason of his mastery of the violin. My appreciation for Einstein is informed by a similar awe that informs my love of Van Gogh. Im not an academician, nor Im a gifted pa inter, yet the sheer force of their imaginative brilliance makes their work observable through the eyes of a layman like me.Theories on everythingOccasionally, the human, behind the keimmonat impacts on physics and technology, peaks from beneath their shadow, in the form of letters and endearinganecdotes.Einsteins theory of happinessreminds us of the value of self-love and cautions against the unyielding demands of external validation. Hisletters to MilevaMaric, disguise his pension for a considered approach, in the sweet, at times clumsy, admiration for an intellectual equal. The physics boffin wasnt above putting his foot in his mouth, though cogency seemed to come easier to him than most. Even the occasional insensitive remark is animated by a poets heart.Credit Copyright The Hebrew University of JerusalemA year before his death in 1953, Einstein was offered the Presidency of Israel. He ultimately declined, saying,I am deeply moved by the offer from our State of Israel, and at on ce saddened and ashamed that I cannot accept it.Words of a man that was certainly spiritually complex. His $2.9 million dollar missive, the one alternatively known as the God letter famously denounced the Bible as a collection of primitive legends. Although Einstein was said to have been disenchanted by ecclesiastical affairs pretty early in childhood, he wasnt an atheist. He subscribed to pantheism a quasi-scientific discipline that aims to bridge the gap between logic and divinity. It denounces superstition and the idea that the virtuous are rewarded with immortality.One life is enough for me, Einstein once said.Its compelling to know that his well-regarded empathy wasnt fired by the imagined wraith of some celestial autocrat, but an intimate-sober understanding of the human condition.In order to avoid conscription, Einstein became a Swiss citizen in 1901. His concerns regarding burgeoning Nazi sentiments was again evidenced in a letter to his son Hans that was recently uncovered by The Hebrew University of JerusalemI read with some apprehension that there is quite a movement in Switzerland, instigated by the German bandits. But I believe that even in Germany things are slowly starting to change. Lets just hope we wont have a Europe war first the rest of Europe is now starting to finally take the thing seriously, especially the British. If they would have come down hard a year and a half ago, it would have been better and easier.Many of the lost hand-written documents have yet to be available to the public. Theyre composed of notes on the theory of everything, various mathematical calculations and personal letters to family and friends. The 101-page manuscript the University acquired, additionally features a humbling admission. After five decades of consideration Einstein concedes that he doesnt really understand the quantum nature of light. A flicker that further illuminates the fundamental difference between theology and schools of reason. The humility of ignorance energizes the road to discovery.Notations jotted down by Einstein would go on to influence fiber optics and speculations that aim to unify all the physical aspects of the universe.For any aspiring physicists that might feel dispirited by achievements so crucial and far-reaching, remember the parietal lobe in Einsteins brain was significantly larger than that of an average brain.Post-mortem research has revealed this abnormality to grant the German-born genius a biological license to mathematical prowess a license he eagerly employed. His continued influence on physics and advancements in technology serves as a proud affirmation of a mind radically unparalleled.Talent hits a target no one else can hit Genius hits a target no one else can see. Arthur SchopenhauerYou might also enjoyNew neuroscience reveals 4 rituals that will make you happyStrangers know your social class in the first seven words you say, study finds10 lessons from Benjamin Franklins daily schedule that wi ll double your productivityThe worst mistakes you can make in an interview, according to 12 CEOs10 habits of mentally strong people

When Your Boss Gets Mad About Two Weeks Notice - The Muse

When Your Boss Gets Mad About Two Weeks Notice - The MuseWhen Your Boss Gets Mad About Two Weeks Notice Throughout your career, youll have the opportunity to make choices, big and small, easy and hard. At some points youll have to decide if you should follow the rules. While Id typically err on the side of saying you wont regret it if you do, Ill also say that even if you do pay your dues and check all the boxes, you could mucksmuschenstill end up on a place you dont want to be. Take my story for example Many years ago, I managed a small, family-owned restaurant in Brooklyn. It was just after I returned from a year of backpacking around South America, in desperate need of a job- any job- to brighten up my dwindling bank account. In the back of my mind, I knew that someday I hoped to return to the publishing/writing/editing industry, but at that point in time, I really wasnt thinking about my career path, and the restaurant gig served me well.I had a great relationship with my boss, one of the owners, and I lived 10 minutes away. I enjoyed free food and drinks, a steady paycheck plus benefits, and built-in friends (anyone whos ever spent any time working in the hospitality industry knows exactly what Im talking about). But after almost two years, I got restless and decided to seek out a bigger opportunity. And so I started interviewing for management jobs across the bridge, in Manhattan. It wasnt long before I accepted an offer and prepared to let my boss know that I was moving on. Although Id expected him to be disappointed, I assumed hed also be supportive and encouraging because, you know, I was checking off all those boxes- telling him in person, following up with a written letter of resignation, offering to help wherever needed before my departure. But I quickly realized that playing by the rules wasnt enough to save me from his hostility upon hearing the news. I thought Id feel relieved after telling him. But instead, I felt confused. Both he (and his wi fe) defriended me on Facebook immediately. That was followed by two full weeks of his looking past me, either giving me one-word responses or barking orders at me, and, finally, in response to what I believed was a generous and kind parting email, a rant telling me that my quitting was very, very personal and also selfish- and no, he wasnt overreacting. I didnt scream, I quit and run out the door, so why did he react like this? It was a slap in the face because Id done everything right, much the same way I imagine itd feel to be this close to getting a job and having it go to an internal team member. Or working your tail off for months only to have the promotion youd been coveting go to a colleague who didnt work half as hard.Being a professional- in my case, giving the standard two weeks notice and promising to help train my replacement- failed to protect me. It was a rough two weeks of digesting the fact that things werent going as Id hoped or even anticipated. And although a part of me wanted to not honor my remaining time as a take-that-you-big-jerk move, I knew I couldnt let the staff down. And, actually, I think I hoped that hed come around, recognize the mistake he was making in burning this bridge, and patch things up with me before it was too late. We exchanged a couple of emails before my departure wherein I tried to get him to soften his stance and treat me with a modicum of respect- or at least talk to me about it more, but he wouldnt budge. This just goes to show that you can plan things out perfectly, you can even play out a bunch of different scenarios based on varying reactions from the other party, but there will always be factors out of your control. Simply put, you cant orchestrate how someone else- your manager, the CEO, the recruiter- is going to respond. I wont pretend that it doesnt suck when things go off track in a way thats upsetting or disappointing to you, yet simply being aware of this fact may make it easier to accept the unfair t hings that fall on your path. You can waste energy being offended and hurt, or you can do as I did and learn from the lessons. If you do that, you can take them with you as you move onward and upward. Photo of woman on her last day of work courtesy of JGI/Tom Grill/Getty Images.

The Debate Over Marketing Director Resume

The Debate Over absatzwirtschaft Director Resume The Importance of Marketing Director Resume The degree of formality your header has will be contingent on the business you apply to. Comparable to the header, it depends upon the corporations degree of formality. Simply click the link provided. My demonstrated success in achieving corporate advertising and absatzwirtschaft objectives, together with my all-inclusive expertise in developing strategic initiatives and programs throughout all levels of the promotion cycle, will contribute immensely to the success of your business. When youre applying for the advertising manager careers then you need to demonstrate your capability to create proper decisions. To develop into the architect the go-to person for marketing operations, though, a wider reach of expertise is necessary. Resume, analyzing trade promoting director. Youre going to be an integral role in ensuring our office operations run smoothly and are successful in supporti ng other small business activities. The area of work and the location thats Gilbertsville is also rather comfortable for me. It is almost always better to get in the entry level managerial jobs so you can get ready for the higher positions. The advertising director jobs arent a simple catch. Wikipedia Project Management lists project management pursuits and the consequent artefacts. Marketing manager resume to go started the very best tricks. The Sales Director is an extremely important portion of the corporate management team. Making the marketing plan for those Sales managers to follow for the very first calendar year. Flattery When youre looking for work, do what you can to bring your authentic self to the table. At times you might feel youre getting late but always await the best time and opportunity. By getting somewhat creative. Learn to get the legitimate skill being asked for within a bullet in a work description and concentrate on showcasing the right skill or exp erience accordingly. As such youve got considerable responsibility for the functioning of your companys sales and its standing in the market. As soon as its certainly important youre a very good fit for the job, additionally, it is essential that the company is an excellent fit for you. Youll also work hard to make certain that the corporations customers get the very best excellent services. A company will get bonus points upfront. If youve read the job functions of an advertising director and still feel that youre indeed fitting for the job, then its time for you to begin making your resume and cover letter. Once you have a working draft, now is the time to grab your red pen. No matter your degree of job practical expertise, your resume structure is essential to making your program stick out. Dont be afraid to spend plenty of time writing and editing it. It is critical that your cover letter is all up to date and that it provides accurate info on your abilities and appropriate work experience. Clearly, cover letter is meant to captivate a hiring manager to acquire impressed as cover letter is intended to anzeige your abilities. The cover letter provides a fantastic chance to highlight your suitability for the advertising position. You may have heard that keeping your cover letter to a single page is perfect.

6 Memes Explain Terrible Employer Brand Mistakes

6 Memes Explain Terrible Employer Brand MistakesIn a lot of ways, a companys employer brand is like a meme. Everyone likes a relatable, fun one, but one that is outdated and boring just annoys people. And if its something everyone has seen a million times before, they arent going to connect with it.There are countless things that contribute to your employer brand. Everything from the wording in your job descriptions to your social media presence affects what talent thinks about your company as a place to work. For example, a 2015 report by LinkedIn found that 83 percent of job seekers would change their mind about a company after a terrible interview experience.A strong employer brand speaks to talent and helps them relate to the organization. It makes the company stand out in a sea of job listings. And even better, a fantastic employer brand does all the hard recruiting work for you by bringing the talent to you.But if you want to be certain that your employer brand is doing its job and attracting the best talent, you need to truly understand how job seekers are interacting with and interpreting that brand throughout the hiring process. Otherwise, its as worthless as a terrible internet cliche.Here are six memes that perfectly sum up what job seekers think of your employer brand, and why it turns them off1.Its too focused on hard skills.The job description is typically the first glimpse job seekers get of your employer brand. And if it is worded in the wrong way, it might be the last.For instance, including the required skills of a position in a job listing is important in order to let job seekers know what the job entails. But if the description has a mile-long list of technical skills, it immediately limits the candidates youll receive. Not to mention that asking for up to five years of experience for entry-level positions makes you seem ridiculously unreasonable.The truth of the matter is that, for many employers, a candidate being slightly underqualified i snt a deal breaker (at least, it shouldnt be). A CareerBuilder survey found that 42 percent of employers would still consider a job seeker who didnt meet all the listed requirements. But unless you let candidates know that early on in the hiring process, they completely remove themselves the running.If you want job seekers to interact with your employer brand beyond the job description, you need to include realistic expectations about the position. Also, be sure to feature the training and career development opportunities you offer. That way, you wont miss out on job seekers who still have more to learn. As long as you focus on cultural fit, candidates excitement about the organization, and having the majority of the required skills youll find the right person for the job.2.Its doesnt introduce future co-workers.Who we work with matters. Nobody likes to go into work every day feeling like they dont fit in or that those around them dont support them. Co-workers are a huge part of how well we perform and how well we connect with the company. In fact, a 2015 Virgin Pulse survey found that 66 percent of employees feel that their colleagues at work improve their productivity and focus. Whats more, 40 percent of employees said their co-workers were what they loved most about their company. Yet, job seekers arent given the option to experience that important aspect of the job until after they accept the offer.Why arent jobseekers given the chance to meet potential co-workers? Improve your employerbrandClick To TweetThe 2015 CareerBuilder Candidate Behavior Study found that just 15 percent of job seekers had spent time with the current staff during an interview process. The other 85 percent had to either take their chances and wait until after being hired or track down possible co-workers on sites like LinkedIn to find out what theyre like.Make it easier for candidates to meet and get to know who theyd be working with if theyre offered a job. Give them the chance to s it down with current employees either in person, or via a video chat and ask them questions about the team. Encourage your employees to explain how the department and project teams work together, what interests they all have, and even what jokes they share. After receiving a first-hand account of what the other employees are like, candidates will get a clearer picture of what theyre signing up for.3.It doesnt take advantage of social media.Most organizations have figured out how social media can be used to create buzz about its products and services. But what about engaging potential employees?A survey by the Pew Research Center found that 35 percent of social media users have used social platforms during their job search. They turn to Facebook, Twitter, and even Instagram to research companies they might be interested in working for. However, if your social media page is notlagehing but posts about your product updates, it sends the message that all you care about is sales and th e bottom line.Job seekers want to know that your company is well-respected in the industry. Sharing posts from the organizations blog or other insightful articles helps establish you as a worthwhile employer to work for. And dont forget that, by interacting with other peoples posts and with professional groups, your employer brand gets shared and seen by more and more people.Its also important to share your appreciation and recognition for current employees on social media. Tweeting about their personal success or posting about an impressive team project shows job seekers that you acknowledge hard work, and that you care about your employees.And to take things one step further, encourage current employees to act as employer brand ambassadors on social media. They can share their stories about why they love the company on the organizations various profiles. Or have a designated day for them to share like Why I Love Work Wednesday or create a hashtag for their testimonials (e.g. Lif eat______).You can also post job openings on social media so that people who love and believe in your company, namely your followers, will pass on those opportunities to people they know. That will widen your candidate pool in an organic way by connecting you with more talent.4.It takes too long.A 2015 Glassdoor report found it takes, on average, 22.9 days for candidates to make it all the way through the interview process. Now, before you say that sounds reasonable, consider this in 2010 the average length of the process was 12.6 days. In just five years, we started demanding almost twice as much time from job seekers. And we started wasting time of our own. A lot can happen in 22.9 days. Frontrunner candidates can accept offers from another company. They can lose interest in your company because youre stringing them along. Or they can just get bored with the entire process. The bottom line is the longer you wait to make a decision about who to hire, the higher the risk of losing t op talent.A lengthy hiring process also shows little respect for candidates time. It requires them to jump through multiple hoops, like filling out applications, taking skills test, and going through several interviews. If they dont get an offer, it seems like it was all for naught. And no one likes to have their time wasted.If you want to keep rejected candidates from spreading negative comments about your interview process, its time to start showing consideration for their time.Take a long look at all the screens that are part of your process and ask yourself if theyre all really necessary. Are there any steps that are basically assessing the same things? Are there screens that consistently let bad candidates through to the next stage? By revisiting the entire process you might be surprise how much time can be saved for both you and job seekers.If you absolutely cant remove any steps of the hiring process, there are other ways to make the candidates experiences better. For instanc e, one-way video interviews allow job seekers to choose when and where they want to record their interview. They can find the best time in their schedule and not be overly inconvenienced by traveling to the office for multiple in-person interviews.5.It doesnt go after passive job seekers.If youre only sending your employer branding message out to active job seekers, then youre missing out on a lot of talent. The previously mentioned LinkedIn survey found that 70 percent of job seekers are only passively looking for jobs.That means theyre not on the job boards everyday or spending hours updating and sending out their resume. Theyve just waiting to see if anything of interest comes their way.70% of jobseekers are only passively looking (LinkedIn). How are you going after that talent?Click To TweetPerhaps theyre waiting for an employer to reach out via Linkedin or casually mention to their friends to send any interesting job openings their way. The point is, the chance of them finding you is slim unless youre actively seeking them out. If you have a company newsletter, include a link to your career site and current positions. Odds are that someone on your email list is thinking about finding a new job.Another option is to reach out to former candidates who decided to decline your original job offer. After some time with another company, maybe theyve realized you were the right choice after all.You can also build a strong employee referral program that draws on their professional and personal network. Whenever theres a new opening, they can send out feelers to talented professionals they know to see who is interested.6.It doesnt include the future.A lot of employers are frustrated by job hoppers or other employees who only seem to stick around for a short time. Maybe the reason these employees arent in it for the long haul is because your employer brand doesnt mention what the future holds for them.Another 2015 survey from LinkedIn found that 59 percent of job see kers chose their new job because it offered a stronger career path than their previous job. Knowing that there are chances for advancement that will continue to carry them down their career path is important to talent. If you dont showcase those opportunities, youre going to limit yourself to candidates who dont really care about being with an organization long-term.On your career page and in your job postings, include information about the career paths and training your company offers. Provide examples of how often and for what reasons employees are promoted so theyll know what it takes to successfully work their way up the ladder. You can also include employee testimonials about their personal growth during their tenure with the company.In addition, the simplest way to show job seekers you care about their future is to openly discuss it early on. As soon as the opportunity arises have a conversation with candidates about their expectations for the future. Let them know how the com pany can help them achieve those goals. Explain to them how you approach training so they can decide if that will fit their learning style. And never forget to save time for them to ask you questions about how career development works in the company. By doing that, theyll see that employees futures are just as important as that of the organization. And that goes a long way in bolstering your employer brand.It can be discouraging when you find out that talent isnt falling head over heels in love with your company. But remember that your employer brand is within your control. You just have to be confident in the message youre sending out and fully understand how it is received by job seekers.What are some other aspects of an employer brand that might disappoint job seekers? Share in the comments below

Half of employees think they could do job in 5 hours or less

Half of employees think they could do job in 5 hours or lessHalf of employees think they could do job in 5 hours or lessThe case is getting stronger for a shorter workweek.According to a global survey of nearly 3,000 employees across eight nations conducted by The Workforce Institute at Kronos Incorporated, 78% of full-time workers say it would take less than seven hours each day to do their job if they could work straight with no interruptions and 45% said their job should take less than five hours per day to complete.This falls in line with a study that was conducted earlier this year at a company in New Zealand. They tested out a four-day work week for two months on their 240 employees and found that they reported greater productivity, as well as work-life balance and they experienced less stress.Countries that want a 4-day workweek the fruchtweinThe appeal of a 4-day workweek and therefore a 3-day weekend is very strong. The survey from Kronos found that if their pay remained con stant, 34% of global workers say their ideal workweek would last four days, while 20% said they would work three days a week. However, 35% of workers would take a 20% pay cut to work one day less per week.Canadians led the way with wanting the 4-day workweek the most at 59% followed by Australia at 47% and the U.S. at 40%. The Brits (26%) actually think a 3-day workweek would be ideal.However, even though the demand is there for the shorter week, many of the employees surveyed admitted to needing overtime to do their work.Even though 75% of full-time employees globally say that they have enough time in the workday to finish their major tasks, nearly 37% work more than 40 hours each week and 71% claim work interferes with their personal lives.Still working overtimeAustralians and Brits, even though both of these groups very much want a shorter work week, felt strongly that theydo not have enough time in the day to get the job done. This could be because they dont work as many hours a s the U.S., which leads the way with overtime 49% report more than 40 hours each week, followed by India at 44%, Mexico at 40%, and Germany at 38%.A lot of the problem is time wasters at work which is causing them to not be able to get all their work done in an average workday.Fixing a problem not caused by me (22%) and administrative work (17%) were the top two answers given by full-time employees when asked what they waste the most time on at work. Meetings (12%), email (11%), and customer issues (11%) round out the top five time-wasters.As for which countries find that they waste the most time on administrative work Mexico comes in first at 31% followed by Canada at 19%. The U.S. (29%), U.K. (28%), and Australia reportedly waste the most time cleaning up after others.Flexible work options are the keyBut the solution of just cutting the week down is perhaps a little too simple, according to the authors of the study.DanSchawbel, research director of Future Workplace and author ofB ack to Human said, Employees are working harder than ever and at the cost of their personal lives. This study confirms that we can all be more efficient with our workday, that theres an opportunity to remove administrative tasks in exchange for more impactful ones and that the traditional workweek isnt relevant in todays business world. Employees need more flexibility with how, when and where they work, and leaders should be supportive of an employees personal life, not just theirprofessional one. When employees get time to rest, they become more productive, creative and are healthier, so they take fewer sick days.According to FlexJobs 7th annual workplace survey of more than 3,100 respondents,65% of workers think they would be more productive working from home than working in a traditional office environment. Fewer distractions (75%), fewer interruptions from colleagues (74%), reduced stress from commuting (71%), and minimal office politics (65%) are the top reasons people prefer t heir home office.It is estimated that only 60% (or less) of work time is actually spent productively.The survey did find that one in four global employees (28%) are happy with the standard five-day workweek.

The New York Times Internship Programs

The New York Times Internship ProgramsThe New York Times Internship ProgramsThe New York Times offers internships for undergraduate and graduate students during the summer and throughout the academic year. These opportunities provide students with a gelegenheit to spend time working alongside professionals who truly care about their work and who are committed to doing the best job possible in their daily assignments. There is work is available for college students to participate in all media outlets that the New York Times is involved in - digital operations, magazines, newspapers, radio, and television. The New York Times Internship Programs are available to United States authorized workers only. The New York Times Summer Internship Program The New York Times 10-week summer internship program is open to all students interested in pursuing a career in journalism. In addition to the valuable experience, interns will obtain while completing an internship with the New York Times th e experience will become an integral part of any resume and the recommendations received from supervisors can move a candidate forward when they begin looking for a full-time job. The New York Times has long been committed to offering opportunities to students from all ethnic backgrounds and internships are open to all students. The New York Times understands the importance of having a diverse staff of people to help them deal with the incredibly wide range of newsworthy stories that are written on a continual basis. The New York Times Offers Summer Opportunities in the Following Areas James Reston Reporting FellowshipsThomas Morgan Internships in Graphics, Design, and PhotographyEditing Internships Benefits The New York Times offers paid summer internships. Housing is available for many students at the NYU downtown campus. To Apply for a Summer Internship With the New York Times, You Can Contact Dana CanedySenior EditorThe New York Times620 Eighth AvenueNew York, NY 100 18 The New York Times Academic-Year Internships Semester-long internships are available for motivated graduate students majoring in journalism. These students get a chance to work right alongside New York Times reporters and editors and will have an opportunity to observe news events, evaluate news releases along with competitors stories and will even get the chance to get their work critiqued by regular staff members of the New York Times. Eligibility Students must receive academic credit for the internship.Provide contact information for the professor or advisor who will be setting the criteria and doing the evaluation for the internship.Preferred candidates will have an interest in journalism and previous internship experience writing for other publications.Students do not need to be journalism or communications majors as long as they have previous internship experience and can provide published clips of their work.Students will work flexible days and most likely somewhere between 6 to 8 hours per week. To Apply Complete an application formSubmit resumeTwo letters of recommendation from professorsSix newspaper or online clipsA letter outlining what student hopes to learn from the internship All applications for academic-year internships must be sent to Nancy SharkeySenior Editor - Recruiting620 Eighth AvenueNew York, N.Y. 10018

5 ways to handle an influx of new hires at your company

5 ways to handle an influx of new hires at your company5 ways to handle an influx of new hires at your companyHaving one or two new employees start around the same time is one thing, but when a bunch of new hires come on board around the same time, companies can change overnight. Heres how to welcome them and the changes they will bring.Get to know themWhether the new people sit near you or across the office, feel free to introduce yourself and tell them what team youre part of when you meet them face-to-face for the first time.Your company may or may bedrngnis introduce new hires publicly, but doing this is sure to help them feel more at home at their new workplace.Youll also probably feel more clued into whats going on with new hires.Try not to feel too left outIf a bunch of people join other teams, but not yours, you might feel like youre not part of the office tribe.But if they join your department, justrealize that this is an opportunity to get to know people who might eventuall y become valuable additions to your professional network. You can probably learn a lot from at least one new employee on your team, if not more than one.An influx of new employees could also be a good sign of growthand can makeit easier to tell where the company is heading.Accept that the office dynamic will changeRealize and accept this - as long as the new hires arent disruptive, that is.New people will bring new energy into your workspace, which just might shake up the company culture in a good way. They may also bring in fresh perspectives and ideas.But if all the new employees are making it harder for you to get work done, look for a quiet space to work or put in headphones while at your desk.Be open to their questionsWhether they need someone to quickly show them the ropes, or they have questions about the kind of work you do, be receptive to their questions and concerns.Chances are, you wont have all the answers, so feel free to point them in the direction of someone who kno ws more when youre stumped. This is also a good way for them to branch out and get to know others.Introduce them to key peopleNew employees managers may not have gotten around to introducing them to other people in passing - especially if they arent in the same department.Clearly, this is in the same vein as being open to new employees questions and concerns if they have a question about something and you know the perfect coworker in another department who could be of help, introduce them to each other.Who knows? Maybe one day theyll return the favor by introducing you to someone you havent met before.